Team a team b

It was the conclusion of the report, that the NIE was mostly wrong to view Soviet strategic actions as primarily a response to its history of being invaded and that the NIE ignored or misinterpreted evidence that most Soviet strategic actions were offensive rather than defensive in nature. The report also rejected the NIE's conclusion that as the Soviet Union grew more powerful and capable its foreign policy would also become less aggressive. The report argued that the NIE underestimated the threat posed by Soviet strategic weapons programs, and that the development and deployment of several new weapons platforms and advancements in existing technologies would drastically alter the advantages that the United States and NATO had over the Warsaw Pact. The report cited these specific areas to reinforce its assessment:

Forming[ edit ] The team meets and learns about the opportunities and challenges, and then agrees on goals and begins to tackle the tasks. Team members tend to behave quite independently. They may be motivated but are usually relatively uninformed of the issues and objectives of the team.

Team members are usually on their best behavior but very focused on themselves. Mature team members begin to model appropriate behavior even at this early phase. The meeting environment also plays an important role to model the initial behavior of each individual. The major task functions also concern orientation.

Members attempt to become oriented to the tasks as well as to one another. Discussion centers on defining the scope of the task, how to approach it, and similar concerns. To grow from this stage to the next, each member must relinquish the comfort of non-threatening topics and risk the possibility of conflict.

This stage often starts when they voice their opinions and, as a result of this, a conflict may arise between team members as power and status are assigned. When the group members start to work with each other they start to learn about individual working styles and what it is like to work with each other as a team, it also identifies different hierarchy of status of positions in the group.

At this stage there is a positive and polite atmosphere and people are pleasant to each other and they have different feelings of excitement, eagerness and positiveness and others may have feelings of suspicion, fear and anxiety.

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The leader of the team will then describe the tasks to the group, describe the different behaviours to the group and how to deal and handle complaints. In this stage " Sometimes participants question the actions or decision of the leader as the expedition grows harder Tolerance of each team member and their differences should be emphasized; without tolerance and patience the team will fail.

This phase can become destructive to the team and will lower motivation if allowed to get out of control. Some teams will never develop past this stage; however, disagreements within the team can make members stronger, more versatile, and able to work more effectively as a team.

Supervisors of the team during this phase may be more accessible, but tend to remain directive in their guidance of decision-making and professional behaviour.

The team members will therefore resolve their differences and members will be able to participate with one another more comfortably. The ideal is that they will not feel that they are being judged, and will therefore share their opinions and views.

Normally tension, struggle and sometimes arguments occur. This stage can also be upsetting. Norming[ edit ] "Resolved disagreements and personality clashes result in greater intimacy, and a spirit of co-operation emerges.

In this stage, all team members take the responsibility and have the ambition to work for the success of the team's goals. They start tolerating the whims and fancies of the other team members. They accept others as they are and make an effort to move on. The danger here is that members may be so focused on preventing conflict that they are reluctant to share controversial ideas.

Performing[ edit ] "With group norms and roles established, group members focus on achieving common goals, often reaching an unexpectedly high level of success.

The team members are now competent, autonomous and able to handle the decision-making process without supervision. Dissent is expected and allowed as long as it is channelled through means acceptable to the team.

Supervisors of the team during this phase are almost always participating. The team will make most of the necessary decisions. Even the most high-performing teams will revert to earlier stages in certain circumstances.

Many long-standing teams go through these cycles many times as they react to changing circumstances. For example, a change in leadership may cause the team to revert to storming as the new people challenge the existing norms and dynamics of the team.

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Further developments[ edit ] Adjourning and transforming and mourning[ edit ] InTuckman, jointly with Mary Ann Jensen, added a fifth stage to the four stages: Norming and re-norming[ edit ] Timothy Biggs suggested that an additional stage be added of Norming after Forming and renaming the traditional Norming stage Re-Norming.

This addition is designed to reflect that there is a period after Forming where the performance of a team gradually improves and the interference of a leader content with that level of performance will prevent a team progressing through the Storming stage to true performance.

This puts the emphasis back on the team and leader as the Storming stage must be actively engaged in order to succeed — too many 'diplomats' or 'peacemakers,' especially in a leadership role, may prevent the team from reaching their full potential.Team B.A.D.

was a villainous professional wrestling tag team/stable that performed in WWE. The team began and ended as a duo consisting of Naomi and Tamina, but for most of its time was a trio also including Sasha Banks, who joined in July as part of the Divas Revolution storyline and left the team in February Tweet; Sumo; Tweet.

This is a guest post from my friend Ron Borsch, a retired police officer and well known law enforcement trainer. He has been doing some consulting in the field of church safety and has come up with some great ideas about forming a church security team. August 23 - Team Shuffle (Kashiwagi Team B) Kashiwagi Yuki choosen as captain of the Team.